This blog marks the first in our Leadership Series with Catherine Harris from ROAR . Over the coming weeks, we’ll be sharing a new blog each week in the lead-up to Catherine’s upcoming masterclass, The Art of Delegation - learning how to delegate with clarity and confidence by setting clear outcomes, defining ownership, and empowering your team to take responsibility. Catherine will dive deeper into these ideas in her upcoming webinar on 29 April , where she’ll share actionable insights to help leaders delegate more effectively and create high-performing teams. ____________________________________________________ At some point in many careers, a strange disconnect shows up. On paper, everything looks fine. You’re capable. Experienced. Trusted. And yet internally, there’s a quiet voice saying: “I don’t really belong here. What if they realise I’m not as good as they think?” That experience has a name, imposter syndrome , and it’s far more common than most people realise. What is imposter syndrome? Imposter syndrome is a pattern of self-doubt where people question their competence or feel like a fraud, despite clear evidence of their skills and achievements. People experiencing imposter syndrome often: Attribute success to luck or timing Minimise their own accomplishments Worry about being “found out” Hold themselves to impossibly high standards Research suggests that up to 70% of professionals experience imposter syndrome at some point in their careers. So, if you’ve ever felt this way, you’re not alone. How imposter syndrome shows up at work ? Imposter syndrome doesn’t always look dramatic. Often, it’s subtle. It can sound like: “I’m not ready yet.” “Other people probably know more than I do.” “I’ll speak up once I’m more confident.” Common signs include: Downplaying achievements Avoiding visibility or stretch opportunities Overworking to “prove” worth Hesitating to apply for roles or promotions Fear of making mistakes or asking questions Over time, this can quietly limit growth. Not because of lack of ability, but because confidence gets caught in the background. Why this matters for your career From a hiring perspective, imposter syndrome often shows up as under-representation, not under-performance. Recruiters and hiring managers don’t see your internal doubts. They see what you articulate. When capable candidates minimise their experience or hesitate to step forward, the market can’t fully see their value. That’s why addressing imposter syndrome isn’t about ego, it’s about alignment between what you’re capable of and how you show up.  Practical strategies to manage imposter syndrome Imposter syndrome doesn’t disappear overnight, but it can be managed. Here are practical, realistic ways to reduce its hold: 1. Separate feelings from facts - Feelings are persuasive, but they aren’t always accurate. When self-doubt creeps in, ask: “What evidence actually supports this thought?” Instead of: “I’m not qualified for this role.” Try writing down: What experience do I have that relates directly to this role? What have others trusted me with before? What feedback have I received in the past 12 months? Practical tip: When doubt shows up, physically write the thought down and then list three pieces of evidence that challenge it. Seeing it on paper reduces its intensity. 2. Normalise the experience - Imposter syndrome thrives in silence. Most professionals you respect have experienced it. They just don’t advertise it. Practical tip: Ask a trusted colleague or mentor: “Have you ever doubted yourself stepping into a bigger role?” You’ll likely hear a story that reframes your own experience. 3. Reframe mistakes as data - Mistakes are often interpreted as proof of incompetence. In reality, they are feedback loops. Instead of: “I shouldn’t have made that mistake.” Ask: What specifically went wrong? What will I do differently next time? What did this teach me? Practical tip: After any setback, write a short debrief using these three questions. This turns emotion into learning. 4. Prepare when you need confidence - Preparation is not weakness. It’s leverage. If you’re nervous about a meeting, an interview, presenting, or applying for a promotion. Preparation reduces uncertainty. Practical tip: Before a high-stakes moment, write down three key points you want to communicate and one example to support each. Confidence often follows clarity. 5. Ask for perspective - Self-assessment is rarely neutral. Trusted colleagues, mentors or recruiters often see strengths you overlook. Instead of asking: “Do you think I’m good enough?” Ask: “What do you see as my strongest capability?” or “Where do you think I underestimate myself?” Practical tip: Collect this feedback and add it to your “Evidence” list. It becomes external validation when your internal narrative is unreliable. A final thought Imposter syndrome doesn’t mean you’re incapable. It often means you care, you’re stretching, and you’re growing. From a recruitment perspective, the candidates who doubt themselves slightly are often the ones who prepare thoroughly and take responsibility seriously. Your experience matters. Your achievements are real. And you don’t need to eliminate self-doubt to move forward, you just need tools to keep it in proportion.